Report on Human Resource Management Practices at Unilever PLC, UK

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Unilever PLC, a multinational consumer goods company. It covers key aspects such as the functions and purpose of HRM in workforce planning, strengths and weaknesses of recruitment and selection approaches, benefits and effectiveness of different HRM practices in increasing organizational profit, the significance of employee relations in HRM decision-making, and key elements of employment legislation. Specific examples from Unilever PLC are used to illustrate the application of these HRM practices, highlighting the company's approach to recruitment, training, compensation, and employee relations to maintain a productive and engaged workforce.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Functions and purpose of human resource management applicable in workforce planning.1
P2. Strengths and weakness of approaches recruitment and selection .......................................2
TASK 2............................................................................................................................................4
P3. Benefits of different HRM Practices.....................................................................................4
P4. Effectiveness of different HRM practices in terms to increase organizational profit...........5
TASK 3............................................................................................................................................6
P5.Significance of employee relations with respect to HRM decision making ..........................6
P6. key elements of employee legislation ..................................................................................7
TASK 4............................................................................................................................................8
P7. Application of human resource management practices, using specific examples ................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
The term human resource management is a procedure for hiring, recruiting, training and
development and proper compensate them to improve more policies and procedures and many
strategies to retain them (Amrollahi and Niknam, 2019). Human resource management should be
include all decision in management within their business concern which are related to people.
These human resource are liable for business organization related to all policies which are
governed by employee of the organization. For this assessment, selected organization is Unilever
PLC is a multinational consumer foods which is headquartered in London and include many
products such as food, ice cream, drinks, confectioners, beauty products and so on. This report
covers several topics are to be covered such as purpose and functions of human resource
management, strengths and weakness of recruitment and selection, advantages of HRM
practices, effectiveness of HRM practices in terms of productivity, significance of employee
relations, elements of employment legislation and application of HRM practices.
TASK 1
P1. Functions and purpose of human resource management applicable in workforce planning
Workforce planning is a procedure for analysing, defined gaps and target their mots
preferable talent management which has to be ensure that organization has right people in right
time with right skills. The main purpose of workforce planning in human resource management
is to ensure that business concern with an adequate supply of people in organization with an
proper experience and knowledge to accomplish its strategic objectives efficiently and
effectively manner. Human resource management purpose which are applicable in workforce
planning is to maintain their high moral of workers within their business concern and HR
managers is to motivate their workforce which should be provide benefits and rewards of
employees on basis of performance level in organization (Bandara and De Alwis, 2019)
Functions of human resource management
Human resource planning: It is a procedure where planning are should be recognize
what type of things are need to be done with right kind of people in organization. It is a
continuous procedure because it should be enabled to reduce their uncertainty for future purpose
and helps to perform better in organization towards accomplishing their goals and objectives.

Proper training and development: In this case of proper training are provided with
employee to select their right candidates which is most essential for human resource
management. It will be all depended upon their success growth of organization and employees
are should be trained that what type of growth and development opportunities are available in
organization. Many training programs are performed by HRM which is used to develop or
improve their efficiency in workplace and improve performance (Corner, 2021)
Learning: Main aim of business organization is to assist their workers and give more
experience learning to their workers can generate more income and more profits in organizations.
Managers are actively promote their learning power to their staff members and it should be
improve their skills of workers into very effective environment of learnings.
Performance management: It is an effective procedure that manager uses performance
and maintain their productive work and identify workforce planning to met their standards of
firm. Performance management determine that managers are employees are work together in
continuous basis and monitor their performance and overall contribution of organization. So it
will be helpful to applicable in workforce planning.
P2. Strengths and weakness of approaches recruitment and selection
Recruitment: It is an activity where establish relationship between employer and
applicant and main purpose is to create many jobs for large number of workers and human
resource department select best suitable application for particular candidates so that procedure
are consider much time and expense.
Internal sources: It should be determine that selecting a proper candidate within an structure of
business is also famed as a internal sources of recruitment. Various sources of recruitment
defined with contexts to Unilever PLC are as follows:
Transfers: Transfer is one of best recruitment to filing their vacant position by
transferring proper candidate from one place to another place (Doost Mohammadi, Ghaffari and
Zakiani, 2020). This will enhance their roles and responsibilities.
Promotions: It should be determine fill their vacant position at high level of authority
and it would be concerned about higher pay and more responsibilities this will be helpful to
retain their talent in organization.
External sources of recruitment: This type of recruitment should be considered that include
advertisements, agencies for employment and so on.

Advertisements: It is one of best method for external sources of recruitment where
newspaper and journals are more detailed about organization which will be helpful to discuss
about kind or nature of job description about requirements of job in Unilever PLC.
Employment exchange: It is all depended upon their job seekers such as qualification,
name and experience. It is mandatory for each and every organization to give details about
exchange of employment. It is common source of employment recruitment which are skilled,
semi skilled also (Dyuzhev, Boichenko and Bolshakov, 2019)
Strength
 Recruitment is also helpful for internal
sources of recruitment which do not
occur or involved a huge amount of
cost.
 Unilever PLC use this method of
recruitment where motivation or
employee performance are best and
promotion within their business is best
to way to approach in performance of
workers. .
Weakness
 It should be attract and identify new
talent for each and every candidate who
work better as compared to other
employee in organization.
 It should always be considered that
workers are arise through nepotism
which can be devastation ton image of
firm as well as employee performance
also .
Selection: It is one of best method to select suitable candidate in organization with
required proper skills and knowledge for each and every employee in business to perform job in
efficient manner. Unilever PLC are carry out all selection process to select best candidate which
are described below:
Interviews: In terms to select a best candidate in organization of Unilever PLC that
should be faced to faced interview in this interviewer ask question to candidate to understand
better for each and every employee their knowledge ans skills (Isuru Chandradasa and Gayan
Priyashantha, 2021)
Online test: This method is very helpful for Unilever PLC to hire and select best
candidate through test from various pool of candidates are come and this test may be in aptitude
test to check their capabilities for particular candidates and it will be helpful to get immediately
results.

Strengths
 This procedure is helpful for Unilever
PLC which will be identifying best
talent in organization should be select.
 By the help of online test or aptitude
test it will be check for candidate
capabilities how they can perform a test
and best for suitable organization.
Weakness
 Sometimes, aptitude test are best
method but sometimes it is less benefit
because personal interviews are best it
should check each and every
employee capabilities face to face.
 Personal interview is helpful to
identify skills and knowledge for
particular employee which is not on
basis of everyone perfect.
TASK 2
P3. Benefits of different HRM Practices
Effective human resource management practices are motivate their workers towards
develop or improve their workers as well as performance of organization. HRM practices is a
very flexible job which provide incentives and work performance teams that will be improve
performance of employee (Kreismann and Talaulicar, 2021). Key benefits of HRM practices
with context to Unilever PLC are as follows:
Compensation and benefits: It is an important benefits for human resource management
practices and hiring people manager which are suitable for budgeting and offer salary to their
employee after probation period. It is needed to improve their required skills and qualities for
professional targets and getting higher salary. In case of Unilever PLC, pay a fair remuneration
to its workers and considering roles and responsibilities with so many efforts to understand their
weakness and strengths and this firm applaud their efforts to employee with the help of workers
which is conducted on daily basis.
Benefits to employee: It should included recognition, rewards and awards which will be helpful
to increase their employee morale and productivity within an business organization.

Benefits to employer: It is also helpful for employer to decide any skills and knowledge and it
would be implemented appraisal of employer which will be help to decide performance of work
on basis of training and compensation of employee is should be provided.
Recruitment and selection: It is one of major benefit for organization is recruit their
employee or retain and select best or suitable candidate. Recruitment is defined that should be
attracted polo of candidates with right skills at a right time within an business organization.
Unilever PLC can adopt various ways to potential candidates of employee and also determine
internal or external sources of recruitment for promotion, transfer for reach their higher level of
position (Lin, 2021). After pool all candidate they have to select best or suitable candidate in
organization which they have better skills and knowledge and perform better in business. It will
be helpful for both employer and employee in business organization are as follows:
Benefit of employee: Recruitment and selection determine best productivity and profitability in
business organization to getting more workforce. To get a right candidate with certain skills and
knowledge which will be helpful to recognize and executing their work with an ease of
convenience,
Benefits to employers: Select right candidate for Unilever PLC to develop their effective
workforce and well planned and skilled workforce to put their efforts collectively enhance their
profitability and performance of business organization.
P4. Effectiveness of different HRM practices in terms to increase organizational profit
Human resource management plays a vital role in Unilever PLC in many aspects form
designing to maintain their brand image. Human resource is to conduct man effective HRM
practices. It is an significant aspect of human resource management that recruitment and
selection is completed when there is lack of workforce in Unilever PLC in terms to maintain
their enough number of workers in business organization and adopt various sources of internal
and exterior to attract more employee and more customers in organization and retain their
employee (Melão and Reis, 2020). It should come up with various important role in recruitment
and selection that will be received many application and short listing many candidates in their
organization. Moreover, by the help of online test or aptitude test in Unilever PLC to get a right
candidate with right skills and knowledge at a right time. Effectiveness of recruitment and
selection should be recognized how efficient and productive work are should be done by
Unilever PLC are as follows:

Compensation and benefits: It should plays a vital role in Unilever PLC that employees
are motivate and develop its performance and provide fair and equitable remuneration to its
workers which will be helpful for the firm to improve their brand image and their condition of
working. Unilever PLC consist a sustainable competitive advantage and it will be results and
satisfied with various employees to increase their productivity and profitability in business
enterprise. Unilever PLC also conduct various training programmes to its employees are give a
sense of its workers and their efforts are matter to being appreciate and recognise (Melariri,
Mbola and Human, 2019). Human resource management designs and develop their attractive
benefit and compensation of plans to its employees and their efforts are maintain in their firm to
stimulates accomplish their same.
TASK 3
P5.Significance of employee relations with respect to HRM decision making
This term employee relations define that business organization are continuous put their
efforts to produce or maintain their relationship with its customers. By maintain their positive
relations with workers and helps Organization to be more loyal and more engaged in their work
and more focus on creating or delivering their individuals which should be maintain their
relationship between their organizations and people in organization. It is an important aspect
which is related to culture and firm seeks their resolution should be focused. Unilever PLC are
also focus to maintain their positive relationship with their workers so they will feel like to
increase their morale high.
Importance of employee relations:
Employee empowerment: It should be define that business concern want their own firm
which they have work for. They have to maintain their certain level in decision making
procedure and Unilever PLC employees empowerment which require workers to be able towards
accomplishing their goals and objectives as well as fulfilled all the responsibility in thei8r own
ways. For a effective and good communication strategy is helpful for employee in this firm to
provide employee empowerment (Mirbaha, Kooshki Jahromi and Asghari, 2019)
Increase productivity: It means that they should increase their profit and income in their
business organization and helpful for the team members in organization and decrease their
workload to contribute success growth in enterprise. If workers are aware about all sales and

profits are generate in this firm then their roles and responsibility with continuous feedback for
Unilever PLC towards accomplishment their goals and objectives.
Conflicts are should be decreased: Conflicts are should be arises where they can range
for employment and in workplace conflicts to impact on this productivity of firm and likely to
contribute an economic environment between employee and employers which can be affect
efficiency of firm. Unilever PLC are determine to better understanding between firm and
employee so that they should maintain their relationship so less conflict are arises and avoid silly
fights and misunderstanding are less (Schroeder, Bricka and Whitaker, 2021)
Increased motivation: If company can hire experience people in their organizations then
they should motivate employee towards accomplish their goals and objectives. Experience
people are work in organization then firm can ensure that employees are feel empowered to
appreciate their workers and increase moral and boost their productivity and profitability in
business enterprise.
Decreased turnover: Employee relations reduce their turnover and if poor relations are
three in business organizations then they will affect their productivity and profitability in
enterprise. When workers are feel valued they will use these skills they should be contribute
success growth in business organisation. Unilever PLC have maintain relationship with good
employee then other activities or benefits related to employee are less discard for firm and when
they are happy with their working environment of business so that they should improved their
workers morale and motivation of employee.
P6. key elements of employee legislation
Employment legislation defines that they should maintain or build their relationship
between employers and employees. There are various issues are should be identified and
generally designed to protect some employees which are imposed that workers. Issues which are
described employment laws which are named as discrimination law, legal working , health and
safety laws and so on. It should protect or cover various rights that will be regulates to maintain
their relationship with employers (Shishiwa and Ndyemalila, 2021). It covers all various of
aspects to work, recruitment to parent leave and various heat related issues also should be
determined. Unilever PLC are should be consist to make sure that firm are strictly abide their
rules and regulations to perform various function of business enterprise through rules and
regulations are as follows:

National minimum wages act, 1998: It should be cover and ensure that there is
employees who get less minimum wages and it is set by government to pay a minimum out of
employee. It should be based on employee age and have a particular rate for legal requirement
for employee who have less minimum wages pay act. It should be introduced by UK in 1998
and there are variety of systems which should be focused on particular industries that are needed
for survival and meet their basic needs of requirements for customers. Unilever PLC consist that
they should be revised and minimum structure wage requirement of employee where they can
increase each and every year cost of living are increased (Sim, 2020). This firm can turn into
boosts their confidence level and motivation level that will be helpful to increase their
productivity and profitability.
Sex discrimination act, 1975: This act should be recognize of workforce on the basis of
sexual orientation which represents their identity, maintain status of relationships and so on.
Unilever PLC are ensure that there is workforce which are not based in particular gender instead
of focus on various skills and capabilities of employees. Each and everyone have pay equal
under some certain condition of environment and their nationality and demographic features.
TASK 4
P7. Application of human resource management practices, using specific examples
Job description
Job title: Digital Marketing executive
Reported to: Marketing Manager
Job Summary: To improve their marketing campaign through social media on various
websites to enhance their base of customer and conduct marketing research campaign to offer
various techniques for promotion (Yusuf, Widyawati and Nurlaela, 2021).
Responsibility:
 Use some creative work and innovative methods
 To maintain or improve their feedbacks of customers and provide suggestion to them.
Qualification:
 MBA in marketing and finance
 Minimum experience at least 2 years

Person specification
Essential skills
 Creativity skills
 Promotional activities
 communication and networking ability
Required skills
 Promotional activities on social media
 Promote campaign and manage
CONCLUSION
From the above information, it has been concluded that human resource management are
consider that there is hiring. recruiting or selecting, retaining their employee to provide proper
training and development to them. It deals with various aspects of employee to maintain
relationship better in their organization and maintain human relations to provide benefits and
compensation. Unilever PLC are maintain their relationship to their employee so that it will
maintain their healthy working environment in enterprise and their behaviour of employee. In
this report, various topics are should be covered such as purpose of HRM, strength and weakness
of recruitment and selection, benefit of different HRM practices in terms ton regard employee
and employee, effectiveness of dissimilar HRM practices, importance of employee relations,
elements of legislation of employment and application of different HRM practices is to influence
decision making.

REFERENCES
Books and Journals
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Management Practices on Environmental Sustainability: A Study of Middle Level
Employees in Apparel Industry.
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Human Resource Management (HRM) Programmes into Workplace Human Resource
(HR) Departments and Wider Dissemination across Intra-Organisational Boundaries.
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Management Measures on Employee Engagement with the Mediating Role of
Organizational Commitment in Medical University Libraries.
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Slovenia.
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towards electronic human resource management adoption special references to the
apparel sector sri lanka.
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Development: A Literature Review. Human Resource Development Review. 20(1).
pp.68-105.
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and medium-sized enterprises (SMEs) in remote areas of China. Journal of KMITL
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